Month: March 2020

Get a Jumpstart on the Admissions Process

The college admissions process used to involve an elaborate set of steps including hand-written forms and a plethora of paperwork. Fortunately, the internet has completely transformed the experience. There are a number of resources available to students who may need to obtain transfer credits before applying or for those who simply want to do additional research prior to making their decision. The admissions process is also easier online. Prospective students can complete the bulk of their college admissions forms and requirements online, using a computer, keyboard, and about an hour or two of uninterrupted time.
1. Call the admissions office. Before you begin filling out your online applications, call the Admissions Office and speak with a counselor. During a complimentary interview, the admissions counselor will speak with you about your academic goals, as well as your background. The counselor will also go over the application process so you know what to expect. Lastly, the admissions staff can answer any questions you may have, and guide you in the right direction if their academic programs aren’t exactly what you are looking for.
2. Fill out the application. Once you have been given the green light from the Admissions Counselor, it’s time to fill out the online application. This involves a simple series of questions including:
  • Current contact information
  • Military affiliation if any
  • Citizenship status
  • Your academic history
  • Desired enrollment status
  • Academic area of interest
  • Whether of not you need financial assistance
Once your application is complete, you will hit the “Submit” button and it will be sent directly to our admissions office. It’s that simple!
3. Financial Aid. Many college students use some form of financial aid in order to decrease their college tuition, living, and/or school supply expenses. Even if you don’t need financial aid, it is a good idea to speak with a Financial Aid Counselor. You may qualify for grants and scholarships that can significantly reduce your out-of-pocket expenses. If you do require financial assistance, Financial Aid Counselors can walk you through the process and help you determine where to apply. There are two kinds of assistance:
  • Grants and scholarships. These can come from public or private organizations and never have to be repaid.
  • Loans. These are also offered via public and private organizations but they do have to be repaid, often with interest.
It’s never too early to begin researching financial aid options as most financial aid programs have application deadlines.
4. Transcripts. At some point during the college admissions process, you will need to send your high school and college transcripts (if applicable). If you have a GED, you can contact your state government’s GED office to request a copy.
Once you have completed these five steps, you can sit back, relax, and wait for your notification of acceptance. Contact the Admissions Office at Bryant & Stratton College to begin your college admissions process today!

FROM THE EMPLOYEE MOTIVATION DESK: 3 THINGS ALL MANAGERS HAVE TO KNOW

Great managers understand what makes teams function and they leverage this knowledge to drive performance and execution. They are always investing in the development of their employees, individually and collectively. To become talent managers and leaders, working to understand motivation is pretty darn important, and tough.
Theories aside for the moment (and you will certainly see different theories integrated below), here are three basic aspects to work motivation that everyone really does need to consider:

1. Can They or Will They?

When an employee is stuck, ask yourself the core question that drives all behavior- “Can this person do what it is I am asking them to do?”
Motivational challenges, many times, are not motivational challenges- they are skill gaps. Your reaction to a struggling employee has to be based on the right thing. If someone is unable to do something because they don’t have the skill, they need training (obvious, right?). Whether this comes from you, your L & D leader, or a partnership of both (which is awesome!), objectively, and consistently, evaluate your talent. 
Managers often give stretch assignments to force a skill gap and then coach to close the gap. Motivating employees requires that managers are always checking on how people are doing and making those decisions.
However, if someone genuinely has the skill and isn’t performing… NOW we have a motivational problem. While we will get into more specific ways to motivate people in future writings, a simple best practice is to create a culture of feedback and not let unmotivated people linger without having focused discussions. If unmotivated people linger, that is no longer the employees responsibility, the manager needs to own the fact they permit it to occur.

2. Motivation is Mathematical

This brings us to the second point: understanding how motivation is constructed and deconstructed. Simply put, motivation can best be understood using simple math.
Choice x Effort x Persistence (where each variable equals 0 or 1)
You identify motivation problems when one variable is absent.

Choice

This is complex but great managers empower employees by teaching them that actions and behavior are under their control – it’s their choice. When employees understand ownership and autonomy  they take charge of situations and accept responsibility for less than optimal outcomes, rather than look to throw someone under the bus.

Effort

Once employees choose to engage, they invest effort in the work. Effort is best understood as learning strategies (i.e. time management, project management, communication). Many times people disengage from projects because they use ineffective strategies (or none at all) that waste time.  Invest in teaching employees different strategies to be more productive (Evernote, Dropbox and Todoist have made my life much easier).

Persistence

Many times, people become demotivated and slow down or quit midstream. An obstacle (time, lack of skill, other people) often act as barriers to productivity.
Here’s a challenge: as a manager, examine motivational challenges in these terms. If you do, you can strategize how to prevent them from repeating.

3. Considering Emotionality

Motivation is personal and things that are personal are often emotional.
Managers create emotional environments that drive motivation (one way or another) not necessarily by being “nice” but by:
  • Being clear;
  • Setting expectations and goals that align vertically;
  • Having vision and purpose for their functional area (or they do the opposite which usually results in low morale and high turnover); and
  • Consistently delivering feedback.
When managers are clear and consistent, employees understand their work environment. When this happens, employee buy-in increases, they choose to engage and are more likely to persist when obstacles appear. In others words, effective managers remove the emotional roller coasters and create an emotionally stable organization that positively influences employee behavior.
Where do you stand?  Consider the following questions:
  • Do you create an environment of high expectation and clarity, but also of support?
  • Do employees come to you when they are confused or make mistakes?
  • Have you created an environment where employees can take ownership or do they fear you?
Very few things are simple and direct. Hopefully, this jumping in point helps set a foundation for upcoming posts on motivation. If you have thoughts or questions or comments, please leave a comment below. 
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Will a New Degree at Your Old Job Get You a Raise?

Most people know and understand that the combination of education and work experience will likely help you earn a better salary. In fact, that is exactly the reason why many adults go back to school after they have been in the workforce.
But, does earning your degree while working guarantee you a raise? No, it does not. However, with the right timing and strategy you just might get a raise when you ask for it.
“Ideally, you should ask about the raise before you get the degree to set the expectations,” said Abby Kohut, award winning, human resource professional, contract recruiter and author.
One approach is to be straight-forward and ask whether earning a degree, will you in turn equate to a raise in pay. However, it’s advisable to take a more strategic approach.
“The best time to hold the conversation is during the normal performance review cycle,” Kohut said. “Begin the conversation by discussing your work performance and accomplishments on the job. Then, explain how the degree has given you additional information that will help you produce even more.”
If you have already earned your degree, share the good news at work.
“Alert your boss that you have recently gotten your degree and invite him or her to the graduation,” Kohut said. “And if you get ‘no’ for an answer when you ask for a raise, don’t be grumpy, disappointed or have a bad attitude on the job. Ask when he or she might be willing to consider it and tell them you will work hard to get it.”
You can ask for a raise at any time, but you will always have to justify why you are asking for it. So, take a deliberate approach where you make the connection between your past accomplishments at work, your recent educational attainment and your future contributions to the company’s goals. Kohut’s final tip:
“Never assume you will get an increase in pay. Get your degree because you want one and to help with your future employment not the current job.”

Food Hubs Gain Traction, Get Noticed

Food hubs are in demand and making headlines.
Over the holidays, the Associated Press published, “Food Hubs Link Consumers with Nationally Farmed Food,” which ran in print and online across the country in outlets including The New York Times and Denver Post.
The article mentions UVM’s new Food Hub Management Certificate Program — the nation’s first Food Hub academic program – which starts this month.
UVM’s new program offers a blend of hands-on, community-based, online and on-campus learning to prepare students for effective management of local food hubs and provide essential tools to advance their career in food systems.

Why Local Food Hubs are Growing

The idea of a food hub isn’t new, but the surge of new food hubs is a response to the growing demand of healthy, local food. More than 300 food hubs around the country are also providing small farms another outlet to sell locally raised food to consumers.
The number of food hubs has doubled over the last six years, and many are in urban areas, with the Northeast leading the way.
Right here in Burlington, the Intervale Food Hub works with 30 farms, 15 specialty producers and 1,100 members who pick up their weekly bundles at various sites around the city. The venture started in 2008 with just 192 members and 24 farms.

UVM’s Food Hub Certificate Program

The UVM Food Hub program was designed by the pioneers who created the first Food Hubs and a diverse team of nationally-recognized experts, including food hub practitioners, technical assistance providers who specialize in food hub development, and several members of the National Good Food Network. All classes will be taught by food hub practitioners.

What is Public Health? UVM Prepares Students for Careers in Public Health.

By Jan Carney, M.D., M.P.H.
The study of public health focuses on improving health in communities and populations. While clinical health professionals focus on prevention, diagnosis, and treatment of disease and injury in individuals, public health professionals are concerned with prevention of disease, injury, and death in entire populations.
Public health professionals also work to ensure access to health care for all and to promote healthy behaviors in communities and entire populations. Researchers may study the interplay of genetics, behaviors, the environment, health care, and social and economic factors to determine their impact on public health in different settings. They often use epidemiology, the foundation science or “language” of public health, to discover health risks and how to reach specific populations with interventions to improve their health.
The study of public health – including the implementation of prevention measures, the promotion of healthy behaviors, and research into global and community health – spans a variety of academic disciplines and professions. Among them:
  • Biostatistics: Statistics are used to track health trends and population health.
  • Clinical practices and procedures: Public health concerns influence the practices and procedures of clinicians in medicine, nursing, dentistry, pharmacy, and even veterinary medicine.
  • Emergency medical services and disaster preparation: Public health considerations have an impact on the training and licensing of first responders and how communities here and abroad prepare for and respond to disasters.
  • Environmental health: Public health professionals focus on protecting food, water, and air. They research how various environments affect the health of populations in communities, workplaces, and schools.
  • Epidemiology: Preventing, tracking, and responding to disease outbreaks and food and water contamination is a cornerstone of public health.
  • Global health: Public health professionals research health issues in cultures and populations worldwide and track diseases within various countries and across borders.
  • Health education: Public health focuses on educating specific or broader populations about healthy habits and health risks, whether it’s delivering sex education to teens, implementing anti-smoking campaigns community-wide, or promoting vaccine awareness among parents.
  • Health laboratory practices: Public health awareness results in biological tests, screening, and environmental samples to prevent disease and contamination.
  • Health care management: Knowledge of public health has an impact on quality of health care, finances, and human resources in hospitals; implementation of procedures, policies and practices; and more.
  • Health care policy: Public health professionals work with policy makers on laws that increase access to health care for all and promote healthy populations.
  • Insurance: Public health professionals work with insurance companies to research health care trends, study populations, and implement policies.
  • Nutrition, exercise, and wellness: Promoting healthy eating habits and exercise, researching healthy habits and considering the impacts of stress on various populations all have dramatic effects on public health.
  • Women’s and children’s health: Public health professionals promote and research healthy behaviors and practices that benefit the health of women and children.
Overall, the study of public health has a great impact on the health and quality of life for individuals and communities worldwide.

Tips for Writing an Effective Cover Letter

There have recently been a plethora of conversations surrounding the importance of including a cover letter with a resume.  Bryant & Stratton College spoke with many industry professionals and found that there are companies, such as Microsoft, who will completely discard an applicant’s cover letter. However, there are many companies and hiring professionals strongly base their hiring decisions on an applicant’s cover letter.
The moral of the story is that it is always a great idea to include a cover letter when you are submitting a resume. A proper cover letter can serve as a selling point to a hiring manager when they are combing through a pile of applications. Setting yourself apart from the competition can be your saving grace in the current job market that is suffering from the growing skills gap issue – allowing you to make a great impression on a potential employer before you even walk in the door. I wanted to share two key elements that you should employ when designing your cover letter.
Follow the Three Paragraph Rule
This is something many of us see when researching how to design a cover letter. While the “three paragraph rule” may be redundant, it can significantly improve the way your cover letter is viewed. The three paragraph format allows you to express your interest in the company in a concise setup – without being overly long-winded. So what is the three paragraph rule? Brian Penny put together a brilliant “three paragraph rule” explanation in an article he wrote for Lifehack, stating:
Your first paragraph should introduce yourself. State your name. Make sure this paragraph is straight and to the point or the reader will lose interest.  Don’t just list that you have experience in management. Tell them that you manage top teams and get results. Be specific about the results and gear them toward the company. It’s great that you always exceeded your production goals. What did that accomplish? More money for the company? Better quality products? This is your chance to say something great about yourself. Don’t hold back. 
Your second paragraph should be five sentences about your career goals and why you want to work for the company. The only 2 things you need to adjust to personalize your cover letter for the position are the header “Dear Mr/Mrs/Dr _____” and the 2nd paragraph. Look up a couple facts about the company and find ways to align your goals with the goals of the company. If you’re applying for a marketing company and you’ve won sales awards, let them know both. It may sound like you’re telling them something they already know, but in doing so, you’re showing them that you did your research. This paragraph is vital in showing the company that you’re not just some desperate job seeker spamming every company you can find. It shows you put in your due diligence and selected them. Your third paragraph should list you and the company as a team.
End the letter by saying that you look forward to learning more about the company (keep It generic so you don’t have to change it each time). You’re excited to work together. Focus on how all of your past accomplishments and future goals are in line with the company’s. Use “we” statements to give the sense that you already feel like you’re working with them. You’re more likely to get a response from a someone who sees you as a comrade, brother in arms, etc.”
Do Not Reuse Your Cover Letter
This is a mistake that occurs within the job search world all too often.  As applicants lazily recycle their cover letters, employers are bogged down in a sea of generic, old cover letters and resumes. While this is unfortunate for the employers in this scenario, it can give a diligent applicant an enormous leg up in the competition. It is important to rewrite your cover letter, catering the each company you are applying to. This makes for a much more personal experience for both the interviewer and the interviewee.
Whether you are seeking long-time employment opportunities, a summer job between semesters, or diving into the world of freelancing, a well-crafted cover letter should always be implemented when diving into the job-seeker’s world.  Just because a company is looking for an applicant with a skillset that matches yours, doesn’t mean they are going to hire you. It is vital to give them a reason to look at your resume.  
Taylor Tomita is a creative writer residing in Boise, Idaho. Focusing on various angles of education and business, Taylor has been able to help many individuals overcome concerns within these fields.

Staff Spotlight: Career Services Advisor, Mike Lester

When he’s not offering students career advisement, you can often find Mike Lester donning a large, furry sabertooth tiger costume and wandering the halls of First Niagara Center during Buffalo Sabres games.
That’s right, from time to time, the man behind Sabretooth’s mask is one of the Career Services Advisors at Bryant & Stratton College Online.
Mike has been with Bryant & Stratton for nearly two years and has been with the Career Services Department the entire time. Mike’s job function features a great deal of outreach to various businesses to help identify new career opportunities for students across the country. Of all the features of his work here, Mike notes that the most rewarding part of his job is helping students to not only obtain employment, but to ensure our graduates are starting a career in the field of study they pursued.
“It’s not easy landing employment these days and counseling a student that is able to land a position within their field is a rewarding experience,” he said.
Not all of Mike’s time is spent working with businesses and students or helping to cheer on the Sabres, he is spending time at home with his wife Laura and their nine-month old daughter, Mackenzie. As you might expect, Mike is a big Sabres and Bills fan but he also has a penchant for many outdoor hobbies. Among his favorites are fishing and camping, two activities that allows him to spend quality time with his family.
What is your favorite story related to your time at Bryant & Stratton When I started one of the first people I had the opportunity to work with was a December 2013 MRC grad, Yen Klikna. Yen worked in management with the Harris County Toll Department in the Houston, TX area. From the start Yen was engaging and clear in her goals, without any practical experience in her field, however, it was difficult to find her a coding position. The effort that Yen put in provided extra motivation. I was able to work with Yen, as she volunteered in her field while working full time. It was a difficult process but Yen was able to secure a full time opportunity within her field in March of 2014. Recently Yen accepted a new position as a Certified Biller/ Coder with Surgery Associates of Houston.
What advice would you give to current or future students? School is structured and as a student you typically understand what’s expected. Finishing school is a great accomplishment but finding a job is a sometimes uneasy and difficult process with numerous ups and downs. Your results are typically the byproduct of the effort you put in. While in school it’s never too early to start looking for positions and the Career Services Department at Bryant & Stratton is prepared to advocate for you as you approach a still unsettled future.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

DEAR REWORKER: HOW CAN I GET MY EMPLOYEES TO BE ON TIME?

Dear ReWorker,
We have a small business with only four employees. We need our employees to be on time because our clients come to us. If our staff doesn\’t arrive at the designated time, we often have clients waiting for them out in the parking lot.
We introduced a vacation policy for the first time, and employees can now earn paid time off by clocking in on time. Each pay period of timeliness gets them half a paid day, which means they can earn 12 paid days off each year, just by clocking in on time. But we heard someone say, \’Well, if I\’m late once during a pay cycle, I won\’t earn paid time off , so why should I show up on time for the rest of the period?\’ I\’m at a loss as to what to do next.
Sincerely,
Tired of Tardiness
___________________________________________________________________________________
Dear Tired of Tardiness,
You think you\’ve been battling a tardiness problem, but what you\’re actually facing is a disbelief problem. Your employees don\’t believe that it is important to be on time, so they aren\’t. The carrot you handed out—the vacation—is just an indication that you are begging them to do the job they should do anyway. (Although, I think you should definitely be offering vacation.)
So, my advice? Make them believe you. How?
Sit down with each member of your existing team and say, \”You need to be on time. We\’ve tolerated late arrivals in the past, but that is changing. Starting next week, the new policy will be: a formal warning for the first lateness, a one day suspension without pay for the second lateness and if you\’re tardy a third time, your employment will be terminated. However, if you\’re on time for three months in a row, we\’ll erase one lateness from your file.\”
Then present the employee with two printed copies of the new policy, and ask them to sign both. Keep one for your files, and send the other one home with them.
They will not like this. Not one bit. Someone will likely test you out, and here\’s the critical part: You must follow through. You need to give them the unpaid suspension day, and you might need to fire an employee who pushes a third day, so start searching for new employees before you embark on this process. If you do not do this, your problem will continue because your employees won\’t believe you.
Now, I\’m not normally this strict, but because your employees\’ behavior has a direct effect on clients, you need to make rectifying the issue a priority.
One more tip, though: When hiring new employees, consider the salary and benefits that you offer. Usually, a better salary and benefits package (like the vacation you started offering) will attract higher-caliber employees. If your current employees rise to the challenge, make sure you increase their salaries as well.
This will be painful for a while, but ultimately, you\’ll have a better staff, and your clients will appreciate it.
Your ReWorker,
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Hear it from the Source: Paralegal Career Advice

There are a lot of factors to consider when pursuing a paralegal career.  In this role you will be the right-hand assistant to lawyers and other legal professionals. The job requires certain skills and personality traits, paired with the right training and credentials. Ann Atkinson, advanced certified paralegal and past president of the National Association for Legal Assistants (NALA), offered the following advice to aspiring paralegal professionals.
Hone Your Administrative Skills
Depending on the area of law in which you are employed (eg. litigation law, family law, etc.), your duties as a paralegal may vary. However, Atkinson said the position generally requires strong writing and administrative skills. “Being organized is key,” she added.
You will likely be responsible for drafting cover letters, legal documents, and other important writing projects. You also will be responsible for working with clients, and in many cases, you may be the first person a client interacts with when they contact the firm. Accordingly, being personable is a must.
Get Your Associate Degree
There are no education requirements for paralegals, but that doesn’t mean training and certifications are unnecessary. According to Atkinson, every business has its own set of standards for employees, and having higher credentials may set you apart from other candidates when applying for a job. If you are already employed, consider asking about tuition reimbursement programs for a traditional program or online school, as a paralegal associate degree could go a long way towards furthering your career path.
Earn Additional Credentials
Paralegal professionals can also earn their certified paralegal credential (CPL) through national organizations, like NALA. Individuals earn their certification by successfully completing the exam offered by the association. In addition to the basic certification exam, NALA also offers an advanced paralegal certification (APC), which allows paralegals to specialize in a particular area of law.
While statistics from the US Bureau of Labor Statistics suggest that employment for paralegals and legal assistants is expected to grow, Atkinson said the job market is still very competitive. Getting certified through a national organization (in addition to earning an associate’s degree, paralegal studies) is critical in boosting your chances of getting hired.
Join an Association
When you earn your certification through NALA, you are granted a one-year membership to the organization. Being an active member of a paralegal organization allows you to participate in leadership training and continuing education seminars, as well as networking events where you can build important connections with others in the field. These opportunities for professional development will play a large role in your budding career.
Be Flexible in Your Job Search
Your search for a position as a paralegal should not be limited to law firms. The paralegal job market is fairly extensive. There are plenty of companies that employ paralegals as part of their internal legal departments. Insurance companies, banks and real estate agencies are just a few examples of ways to expand your paralegal career options. Be broad in your search for employment.
For more information on the associate degree in Paralegal Studies, contact the Admissions office at Bryant and Stratton
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Admissions 101: Advice from the Experts

With Labor Day fast approaching this weekend, for many, the end of summer means back to school. Deciding to enroll in college is a life changing event, and deserves that level of preparation when making the decision. Here are some helpful tips and insight into the college admissions process from the pros: our Admission’s Team! 1. What are common questions students have during the application and enrollment processes?
\”Students are always concerned about how to finance their education and if the program will be affordable and worth the investment. They often inquire about program length, whether or not there is an application fee and what the job outlook for their chosen field of interest is currently.\” – Sean Kennedy, Senior Admissions Representative
Helpful Tips on a notepad2. What kinds of higher education questions should be asked by prospective college students? \”Students should absolutely make sure they are asking about a school’s accreditation. Choosing a school that is regionally accredited is very important to ensure their degree is recognized everywhere. Surprisingly, a regional accreditation is higher ranking than a school with a national accreditation – Brooke Urban, Associate Admissions Representative
3. What are the college admissions requirements at Bryant & Stratton College Online? \”There is a 5 step admissions process. First students will fill out a free online application for the program they are interested in. Secondly students will fill out their financial aid application or \”FAFSA\”. This way financial aid can begin building the student an award letter to show them exactly what aid they are eligible for. The 3rd step is to draft a short admissions essay describing themselves, what program they picked, why online education works best for them, and how they plan to be successful in the online environment. The 4th step is to fill out a transcript request form for every any high school or college the student attended. This gives us permission to obtain their transcripts, which we will do for the student at no fee. The 5th and final step requires students to complete two placement exams in Math and English to. help us schedule the student in the correct classes.\” – Don Lando, Associate Director of Admissions
4. What are the three top qualities you need as a student to succeed in your college courses? \”Motivation – College is not going to be walk in the park. It’s a challenge, but once you earn a degree your life can change tremendously.\” – Ricky Braun, Senior Admissions Representative \”Communication- stay in contact with instructors, advisors and fellow students to help keep you on track and connected.\”  -Sean Kennedy, Senior Admissions Representative \”Organization- Designate a study area in your home\” – Don Lando, Associate Director of Admissions
5. What is your advice on how to balancing coursework and a full-time job? \”Set up a schedule designating a specific amount of time towards each class on a weekly basis. Do not procrastinate!\” –Ricky Braun, Senior Admissions Representative
6. How can Online Learning Fit into a student’s already busy schedule? \”Online learning affords the students the flexibility of working on their school work anywhere and at any time, 24 hours a day. There is no specific time our students are required to log in for class, which gives our students the flexibility to manage their busy schedule and school.\” – Brooke Urban, Associate Admissions Representative
7. Any final tips for success you can share with us? \”Attitude is just as important, if not more so than aptitude. If you are committed to your success you will overcome any obstacle along the way!\” – Sean Kennedy, Senior Admissions Representative
About Bryant & Stratton College
Founded in 1854, Bryant & Stratton College has built its reputation and success on a commitment to excellence and high standards. We\’re proud to be regionally accredited by the Middle States Commission on Higher Education (3624 Market Street, Philadelphia, PA 19104, (267) 284-5000). The Middle States Commission on Higher Education is an institutional accrediting agency recognized by the U.S. Secretary of Education and the Council for Higher Education Accreditation. Bryant & Stratton College has campus locations in New York, Ohio, Virginia and Wisconsin, as well as an Online Education division, and a Professional Skills Center. For over 160 years, Bryant & Stratton College has offered students access to career-relevant education leading to bachelor\’s degrees, associate degrees and professional certificates in the fields of business, criminal justice, design, financial services, healthcare, hospitality, human resources, paralegal studies and information technology. For more information about our graduation rates, the median debt of students who completed the program and other important information, please visit https://www.bryantstratton.edu/disclosures. General information can be found on the college′s website at https://www.bryantstratton.edu.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

What is Public Health? UVM Prepares Students for Careers in Public Health.

By Jan Carney, M.D., M.P.H.
The study of public health focuses on improving health in communities and populations. While clinical health professionals focus on prevention, diagnosis, and treatment of disease and injury in individuals, public health professionals are concerned with prevention of disease, injury, and death in entire populations.
Public health professionals also work to ensure access to health care for all and to promote healthy behaviors in communities and entire populations. Researchers may study the interplay of genetics, behaviors, the environment, health care, and social and economic factors to determine their impact on public health in different settings. They often use epidemiology, the foundation science or “language” of public health, to discover health risks and how to reach specific populations with interventions to improve their health.
The study of public health – including the implementation of prevention measures, the promotion of healthy behaviors, and research into global and community health – spans a variety of academic disciplines and professions. Among them:
  • Biostatistics: Statistics are used to track health trends and population health.
  • Clinical practices and procedures: Public health concerns influence the practices and procedures of clinicians in medicine, nursing, dentistry, pharmacy, and even veterinary medicine.
  • Emergency medical services and disaster preparation: Public health considerations have an impact on the training and licensing of first responders and how communities here and abroad prepare for and respond to disasters.
  • Environmental health: Public health professionals focus on protecting food, water, and air. They research how various environments affect the health of populations in communities, workplaces, and schools.
  • Epidemiology: Preventing, tracking, and responding to disease outbreaks and food and water contamination is a cornerstone of public health.
  • Global health: Public health professionals research health issues in cultures and populations worldwide and track diseases within various countries and across borders.
  • Health education: Public health focuses on educating specific or broader populations about healthy habits and health risks, whether it’s delivering sex education to teens, implementing anti-smoking campaigns community-wide, or promoting vaccine awareness among parents.
  • Health laboratory practices: Public health awareness results in biological tests, screening, and environmental samples to prevent disease and contamination.
  • Health care management: Knowledge of public health has an impact on quality of health care, finances, and human resources in hospitals; implementation of procedures, policies and practices; and more.
  • Health care policy: Public health professionals work with policy makers on laws that increase access to health care for all and promote healthy populations.
  • Insurance: Public health professionals work with insurance companies to research health care trends, study populations, and implement policies.
  • Nutrition, exercise, and wellness: Promoting healthy eating habits and exercise, researching healthy habits and considering the impacts of stress on various populations all have dramatic effects on public health.
  • Women’s and children’s health: Public health professionals promote and research healthy behaviors and practices that benefit the health of women and children.
Overall, the study of public health has a great impact on the health and quality of life for individuals and communities worldwide.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Financial Aid Checklist: How to apply to get your funding

Before you hit the books, you have to be able to buy them. To do that, you can get started as early as April 16 of your school year with your financial aid application. If your taxes are filed, you can get to work lining up your financial aid, said Jim Nolan, financial aid manager for Bryant & Stratton College.
“I definitely recommend they do it at least a month out (before classes start),” Nolan said. “A lot of times your books may be covered. So you want to get it processed and approved so you can order your books.”
The only official time constraint is you must apply for aid within that student year, Nolan said.
The first step is requesting an electronic pin for the Free Application for Federal Student Aid (FAFSA). That application measures your ability to pay for classes and determines what financial aid you may receive. You will also need:
  • The code for your college (Bryant & Stratton Online is 002678)
  • Bank statements and records of investments and untaxed income (if you have them)
  • Social Security number or Alien Registration Number
  • Your most recent federal income tax return, W-2s and other earnings records
  • Tax info from your parents if you’re still a dependent
It’s a fairly easy, online process, Nolan said.
“FAFSA really has come a long way in terms for being more user-friendly,” Nolan said. “Your typical family member or student can go through and follow the prompts and get through it. It really is so much easier than even if you filled it out four or five years ago.”
Once you’ve filled out FAFSA, the tool may direct you to more financial aid you didn’t realize you could receive, Nolan said.
There’s a chance you may be randomly selected to provide more information, Nolan said.
“About 30 percent of all students are selected for verification,” he said. “That would take some additional time, that’s why we definitely recommend they use the IRS tool.”
That tool will help you pull up all of your most recent tax information, which you may need if you fall into one of the five different verification categories the Department of Education may request.
“Standard verification requires the student to verify income and household size information,” Nolan said. “Successfully using the IRS tool reduces what the college will need to verify.”
Verification group 3 requires a student to verify if and to whom they pay child support. Verification group 4, identity verification, is designed to combat identity theft, Nolan said. If you’re selected for group 5, you’ll be asked to complete both the standard and identification verification. Group 6 requires a student to confirm sources of income if your reported income is less than half of the poverty guidelines, he said.
Any or all of these verifications will take some additional time, but even this process moves pretty quickly, he said.
“Right now if you are selected for verification, anyone but V4 or V5, you can probably do it same day turn around,” Nolan said.
Logging on to the IRS tool or showing proof of valid, government-issued ID may be all you need to satisfy the verification requirements.
If you make an error on your verification, don’t panic. You just have to correct and resubmit your information. The people in the financial aid office are happy to help, Nolan said.
“We’re always willing to help walk them through any issues they may have,” he said.
You can reach the financial aid office at 888-268-8404, option 4 for financial aid.
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3 WAYS TO SET A GREAT EXAMPLE FOR EMPLOYEES

Being a manager means you’re in charge of a group of people and a business function. You assign tasks, you probably have financial goals and you are responsible for everything that happens. When things go wrong, the people up the chain will want to know what mistake you made and what you are going to do to fix it. It’s a lot of responsibility.
Some managers think the above is plenty of responsibility, but great managers know that there is one more critical thing they need to do: take care of their people.
Here are three things all managers should do to be a good example for their staff.

Take the Blame, But Share the Praise

This is the exact opposite of our self-preserving instincts. Whenever something goes great, well, it was because I did this. And whenever something becomes a complete disaster? It’s because you did that. In reality, that’s often the case. (I assume my readers are awesome employees.) Sometimes, you need to correct errors and sometimes you need to discipline people for their errors, but as a manager, you also need to think carefully about how you do this.
Consider the following situation: You have a multi-part presentation that your entire team worked on. Senior management is thrilled with the outcome and applauds you for the work. You respond, “Thank you, I worked very hard on this project.”
How does your staff feel? “I worked very hard?” they’ll mutter. “We all worked very hard!”
Even if you thank your staff profusely behind closed doors, your communication to leadership shows that you don’t value them. Instead, you should say, “Thank you, the whole team worked very hard. I’m especially grateful to Celine for the data, James for the analysis, Juan for running communications with the finance team and Barbara for pulling it all together at the end.” Your employees will walk around with smiles on their faces and will want to work hard for you in the future.
On the opposite end, you should take credit if your presentation tanks. Don’t say, “Yeah, my team really screwed up. I’ll fix it and get back to you.” Instead, apologize. “I should have caught these errors sooner. I’ll take it back to my team, we’ll fix it and get back to you.”

Be What You Want Them to Be

You hired your team because they have different skills than you have, but you do want to set examples for attitude, leadership style and communication. If you want them to be out-of-the-box thinkers, be one yourself. Don’t just say you encourage creativity and then go back to the same solutions you’ve been using since 1974. Don’t say you want everyone to follow the guidelines exactly, and then take shortcuts yourself because you’re the “boss.” Don’t get angry with people for getting cliquey, but then go out to lunch with the same people three times a week.
Employees willpick up on your true character really quickly. Great managers need respect to operate, and respect must be earned.

Be Kind

What’s the best example you can set? Kindness.
If your employee gets the flu, send him home, tell him to get the rest he needs, and divide up his workload. If an employee’s cat dies, you may not understand why she’s so upset, but keep your personal feelings to yourself and express sympathy for her loss. If your top performer starts to struggle, sit down with her and find out what you can do to help.
Don’t mistake kindness for wimpiness. The two aren’t related. You can still sit down with your troubled employee and say, “Jane, I noticed your work performance seems to be faltering, what’s up?” After she tells you, discuss options, make a plan, and end with, “I am always here to help you and I need you to meet these new goals that we discussed.”
Note the use of the word “and” where you probably expected a “but.” A “but” tends to indicate that the two sides of the sentence aren’t really compatible; the “and” shows that they are. You are there to help and Jane must meet her goals. As long as you are realistic, employees will perform better because they know precisely what is expected of them.

International Influence

The recipe for success in college athletics varies by team and sport. At the “junior college” level that recipe can be even more challenging when it comes to recruiting and retaining players. Nick Dimitrievski and Alex Grigorita seem to have found one way to stay ahead in the ever competitive United States Collegiate Athletic Association and that is through a strong presence in international recruiting.dennis kicking ball
Both head coaches recruit heavily in the greater Syracuse and New York regions but they also have a strong international presence on their teams. The Bobcats soccer teams have a combined 24 international players between the two rosters; including players from as far away as Gold Coast, Australia, nearly 10,000 miles from Bryant & Stratton College’s Syracuse campus.
“It’s all about networking and trying to find the best possible student athletes,” Dimitrievski said. “Now we’ve ventured into the international market. At the end of the day it’s about finding the best soccer player, wherever [they] come from.”
Dimitrievski’s squad boasts 14 total international players, two each from England, Germany and Serbia and one each from Australia, Chile, Spain, France, Scotland, Jamaica, St. Lucia and Costa Rica. The women’s team features 10 international players, five from Antigua and Barbuda, four from Trinidad and Tobago and another from Barbados.
Bryant & Stratton College’s international presence has been a long standing foundation of the program. This dates back to Grenadian stars Ricky Charles and Sharlie Joseph, the seven-time MLS All Star and 2009 MLS MVP Finalist. Joseph’s legendary MLS career began with the Bobcats as he played two years with Bryant & Stratton College before transferring to St. John’s University to complete his education.
“We’re looking for those types of guys [like Sharlie], that’s the reality,” Dimitrievski said. “A lot of kids what to be that type of player.”
Having one of the most iconic players in MLS history as an alumni makes for a nice recruiting pitch, but another decision may have been more impactful in attracting students to don Bryant & Stratton College blue; the conference move from the NJCAA to the USCAA.Kai Jacobs (Antigua & Barbuda) has been dominant for the Bobcats this year. Scoring 12 goals and adding 11 assists.
The move opened the door for the Bobcats to offer more opportunities to more players. Eligibility rules in the NJCAA only allows student-athletes to play for a school for two years. Unlike the NJCAA, the USCAA allows student-athletes to play for four years as they pursue a bachelor’s degree. This is an added benefit for both the team and players as they have better options to complete their degree program.
That isn’t to say the option of playing two years for the Bobcats and transferring isn’t a popular choice. For example, Scott Robson’s impressive two-year career at BSC was parlayed into a transfer to Bellevue University where he’s already racked up three goals and 11 assists since moving on.
The ability to provide student-athletes the option of playing two or four years is a win-win situation in the eyes of the coaching staff. Every player, regardless of the degree they wish to pursue upon arrival, has the opportunity to turn their on-field exploits with the Bobcats into an offer from a Division I program just as they have the opportunity to spend four years at Bryant & Stratton College and earn a four-year degree. It’s a situation that benefits the program and athletes equally.
Following the footsteps of alums and fellow teammates becomes a pull for future recruits. The opportunity to earn a degree while playing the game they love attracts many international players to Bryant & Stratton College.
“Knowing [Scott] and watching him be able to find another opportunity is appealing to new players like myself,” said goalkeeper Harry Watson. “It gives us a goal to work for to work harder in class and work harder as a player.”
“Not only do players see this as an opportunity to further their education but to improve their soccer as well,” said Grigorita. “The alumni help because [new athletes] know what kind of soccer we play and the level of education they will get here.”
Grigorita has created a pipeline, of sorts, from the Caribbean to the Bryant & Stratton College Syracuse campus. He has had a great deal of success recruiting in areas such as Antigua and Trinidad; That includes leading goal scorers Kai Jacobs and Portia Davis, who both hail from Antigua and Barbuda.
Both Jacobs and Davis are mainstays on the Antigua and Barbuda women’s national team along with fellow Bobcat Kanika Buckley. The draw of Bryant & Stratton College came from the program’s track record and the Antiguan players who played for the program previously.
“Several girls had come in before me who have moved on to other schools,” said Jacobs. “Some are back home and working and are very successful. So that has given me more motivation to come in and have something to look forward to.”
Jacobs added that a previous teammate and fellow countrywoman was selected as a USCAA All-American during her time at Bryant & Stratton College and set the same goal for Jacobs to achieve. After a 12-goal and 11-assist season, Jacobs may just have the inside track on reaching that goal.
Grigorita’s pipeline has even enabled him to recruit three players from the same school in Trinidad and Tobago. Cherise Roberts, Njemile Charles and Jeanille Lawrence all come from the soccer program at Scarborough Secondary in Trinidad, a program that has unearthed a host of talent for the Bobcats. However, Grigorita is quick to point out that the program a student-athlete comes from is secondary for him.
He notes that when he goes to watch someone play, he’s there to watch the player regardless of the team they’re playing on. He contends that it’s more likely his recruiting will draw more players from the same programs as success with the Bobcats often draws more interest for players to come to Central New York for their collegiate soccer.christian perez
That trip is hardly a short one for Bryant & Stratton College’s international players. By comparison, the trip Jacobs, Buckley and Davis make from Antigua (roughly 1,984 miles) is a walk in the park compared to that of Josh Martin’s 9,522 miles from Gold Coast, Queensland in Australia or even the 5,302 miles Cristobal Rojas travels from Santiago, Chile.
Naturally, there’s also a difference in weather for many of the players who trek to a region famous for winter snow from otherwise sunny locales. While the weather surprised plenty of newcomers, particularly those who hail from the Caribbean, the welcoming arms of the Bryant & Stratton College community quickly counteract any nasty weather.
“Everyone is there for you everywhere you turn,” Jacobs said.
The feeling of family and community on campus is a key factor for ensuring the players don’t just feel comfortable in their new city, but they feel at home. As Dimitrievski points out, English is not the first language for many of Bryant & Stratton College’s international athletes. Providing the proper support system for help inside the classroom and beyond is a key aspect of what the coaching staff and academic departments focus on. This includes a new mentor program in which every student-athlete is paired with a mentor who not only checks up on schoolwork, but ensures the transition to life in Syracuse goes smoothly.
“Everyone here makes you feel like you’re family,” Njemile Charles said. “Here, the college is small and compact and not just on the soccer teams but everyone in the classroom and the faculty makes you feel comfortable.
“To be able to be here playing soccer and something I love gives me a sense of pride for both my country and my family. It’s a positive because I’m pursuing my education while doing something I love to do.”
That’s a sentiment echoed by nearly every player on both teams. It’s easy to find athletic teams that are tight knit on the field and in the locker room, but to have that sense of community carry over to the dormitories and classroom goes a long way in creating an enriching environment for every student athlete at Bryant & Stratton College.
It’s that sense of community which continues to play a major role in drawing elite talent to Bryant & Stratton College, keeping the Bobcats soccer teams in the top-10 of the USCAA rankings on an annual basis.

FROM THE EMPLOYEE MOTIVATION DESK: LEVERAGING FEEDBACK TO INCREASE MOTIVATION

“I would like to give you a little feedback” is often received with a shudder or some other physical manifestation of anxiety. The history of feedback is routinely polarizing. We get feedback on a great job or we get feedback on a really poor job. Sadly, when we get feedback on doing great work, it is usually called “praise” and feedback on clusterbombs is called, well…feedback.
Feedback is perceived, in many places, as the great demotivator. This is possibly why so many people shy away from it — asking for it or even just hearing it. Weirder yet, do you ever think that people who ask for feedback are secretly craving compliments? What an organization that craved feedback would be like? Here are a few thoughts on feedback that might make your life easier and create a more motivating environment:

1. When Has the Line Been Crossed?

Ask yourself these questions:
  • What are you willing to walk by?
  • Where are your lines for acceptable and unacceptable behavior?
Everyone has a different filter. When your line is crossed, connect with that person and discuss: what they are doing that is unacceptable, why it is unacceptable, and the implications of this behavior.
Your managerial obligation is to be consistent and fair. If you don’t know where to start to understand your filter, take a good long look at your organization’s core values. They are there for a reason. Please exercise caution around this principle. I shared this principle with a former manager who misunderstood the principle and couldn’t let anything pass without comment. Her filter ended up being stifling and took the personality out of the environment. Everyone resented her and became fearful to have their own, independent thoughts.

2. Feedback Should be Developmental

Feedback should be developmental and given to everyone. Managers frequently either praise or criticize extremes, and that middle ground is often overlooked. That middle ground is where the ripe coaching opportunities exist.
Great managers are great coaches. They look for every opportunity to make their teams and the individuals on those teams great.
Any manager on the planet should be able to recognize and make the time to reward strong performance. The vast majority of managers should also be able to point out when clusterbombs occur.
Great managers that want to motivate teams seek every opportunity to make people better. Their feedback is genuine. If you do this regularly, and you honestly want to build teams, feedback not only sits well, it inspires.

3. Embrace Gamification

We are, as Eliot Aronson wrote, social animals and today social media is pervasive.  We go on yelp to find restaurants, Pinterest to repin decorating ideas and we “+1” on Google+.
If your organization has a system to provide feedback through gamification strategies like badges, use them. When organizations start to leverage these tools, they become part of the cultural fabric. It takes a creative minority dedicated to positive change to become a critical mass. Find a group of people dedicated to embracing this technology and leverage it to change your feedback culture.  People want feedback. It is the context that drives that desire.

4. Be Cool About Giving Feedback, But Be Straight About It

If I were to oversimplify the role of a manager, it is about setting expectations/goals, monitoring performance, providing support and feedback.  Repeat.
A simple rule I coach people on: be straight with your employees. If somebody really did a poor job, you have to tell them they did a poor job. But be cool about it. Tell them exactly what they did poorly and coach them to understand what they could have done differently. Even the best employees, the superstars, can grow. Even Muhammad Ali had someone working his corner.

5. Use Technology to Make Feedback More Intimate

If you are a remote manager and have to give difficult feedback but can’t meet in person, harness technology other than a phone.  Use a video conferencing system like Skype or BlueJeans to have a meeting where you can make the conversation more personal.
Motivation, to a great extent, stems from clarity. Managers create that clarity by setting distinct expectations as well as delivering consistent feedback.
Feedback shouldn’t be scary. Feedback should be desired. It should be delivered regularly as a way to continue to inspire and motivate your team because teams (and individuals on those teams) are more motivated when they feel invested in. Delivering productive, constructive feedback is one core way to invest in the development of your team.
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